People Operations & Talent Lead

Own the end-to-end hiring engine (≈80%) and lean People Ops (≈20%). You’ll build repeatable hiring processes, keep the bar high, and ensure smooth onboarding / payroll / compliance with minimal bureaucracy.

Talent Acquisition – ~80%

Own full-cycle hiring : intake → sourcing → screening → structured interviews → offers → onboarding.

Build top-of-funnel : Boolean / X-ray sourcing, talent communities, referrals, campus, niche groups.

Drive hiring operating rhythm : weekly pipelines, SLAs, interview panels, scorecards, debriefs.

Stand up / optimize ATS & dashboards (time-to-hire, funnel conversion, offer-accept rate).

Run employer branding basics : crisp JDs, careers page updates, candidate comms templates.

People Operations – ~20%

Onboarding playbooks : docs, IT checklists, buddy program, 30-60-90 plans.

Payroll coordination with Finance (accuracy, cut-offs, pro-rata, F&F).

HRIS hygiene (records, letters, leaves) and lightweight policy / compliance updates.

Exit formalities and basic employee relations; keep documentation audit-ready.

What makes you a great fit

4–7 years in HR / TA with hands-on sourcing + HR generalist exposure in startups / scale-ups.

Proven record closing tech roles (e.g., Python / FastAPI, data / AI) and non-tech ops roles.

Strong with ATS / HRIS (Freshteam / Lever / Ashby / Keka / Zoho or similar) and spreadsheet reporting.

Comfortable drafting policies, handling payroll coordination, and India compliance basics.

Process builder : you ship playbooks, scorecards, and dashboards—not just ideas.

Clear communicator; high ownership; bias to action.